Anti- Bullying and Harassment Policy

Policy statement

The Healing Hubs Charity is committed to creating and maintaining a safe, respectful, inclusive, and supportive environment for everyone involved in its work, including staff, volunteers, trustees, beneficiaries, partners, and visitors. Bullying and harassment of any kind are not tolerated. The charity aims to prevent such behaviour, respond promptly when it occurs, and protect those affected from retaliation or further harm.

Scope

·  Applies to: all employees (including temporary or fixed-term), volunteers, trustees, interns, contractors, service users, carers, partners, and anyone engaging with The Healing Hubs Charity in any capacity.

·  Covers conduct when delivering charity community projects (Meeting Places, Warm Hubs, offices), during events and activities (including day trips and home visits), via digital channels (email, messaging, social media, online meetings), and in any other context linked to charity activities.

Definitions

·  Bullying: unwanted, repeated, intentional, or perceived hostile behaviour towards an individual or group that undermines dignity, security, or well-being. Examples include persistent negative comments, social exclusion, humiliation, undermining work, or setting impossible tasks.

·  Harassment: unwanted conduct related to a protected characteristic (e.g., age, disability, gender, race, religion, sexual orientation, gender reassignment, marriage/civil partnership, pregnancy, or other protected statuses) or any other form of unwanted behaviour that creates a hostile, intimidating, degraded, or offensive environment. This includes verbal remarks, gestures, physical contact, or online abuse.

·  Discrimination: treating someone unfavourably because of a protected characteristic or because they complain about harassment or bullying.

·  Victimisation: treating someone unfairly because they have raised a concern, helped with an investigation, or supported another whistle-blower.

Principles

·  Respect and dignity: everyone has the right to be treated with respect and to work in a safe environment.

·  No retaliation: whistle-blowers or those raising concerns will be protected from retaliation.

·  Confidentiality: complaints will be handled confidentially to the extent possible, consistent with the need to investigate and comply with the law.

·  Fairness and transparency: investigations will be conducted promptly, fairly, and impartially.

·  Accountability: Individuals and managers are accountable for upholding this policy.

Roles and responsibilities

·  Trustees/Board

Approve and support the policy; oversee its implementation and effectiveness.
Ensure adequate resources for training, reporting, and investigating concerns.

·  Designated Safeguarding Lead (DSL) 

Receive and log complaints; coordinate investigations; ensure timely resolution; provide support to those affected.

·  Managers and Supervisors

Foster a respectful environment; address issues promptly; ensure staff/volunteers are trained; monitor for bullying/harassment.

·  All staff, volunteers, and contractors

Model respectful behaviour; challenge inappropriate conduct; report concerns promptly; cooperate with investigations.

·  Reporters and those affected

Treated with respect; provided with support and ongoing communication about the process and outcomes (as appropriate and lawful).

What to do if you experience or witness bullying/harassment

·  In the first instance, let the person know their behaviour is not acceptable (if safe to do so) and seek to de-escalate.

·  Document what happened, including dates, times, people involved, location, and any witnesses.

·  Report the concern using the organisation’s formal route (see Section 7).

·  Seek support from a line manager, DSL/Chair of Trustees, or an independent contact if there are fears of retaliation.

Reporting channels and escalation

·  Primary route (internal):

Report to your line manager or supervisor where possible.
If the concern involves your line manager, or you prefer not to go to them, report to the Designated Safeguarding Lead (DSL), the Chair of Trustees, or a designated harassment contact.
Reports can be made verbally or in writing (email or a confidential form) and should include what happened, who was involved, when and where it occurred, and any evidence.

·  Secondary/alternative routes:

If internal routes are unsuitable or you fear retaliation, contact the Chair of Trustees or the independent whistleblowing contact (if applicable).
External avenues may include reporting to regulatory bodies (e.g., Charity Commission where appropriate), or relevant professional bodies, depending on the nature of the issue and legal obligations.

·  In cases of imminent harm or violence, contact emergency services (999 in the UK).

What happens after a report

·  Acknowledgement: the reporter will be informed that their concern has been received and will be investigated (subject to confidentiality and legal constraints).

·  Initial assessment: the investigator assesses the allegation, determines actions to protect individuals, and plans the investigation.

·  Investigation: a fair, thorough, and timely investigation is conducted. This may involve interviews, review of evidence, and consultations with relevant parties.

·  Outcomes and actions: once complete, outcomes are communicated as appropriate. Actions may include coaching, mediation, changes to working arrangements, training, policy or procedural changes, disciplinary action, or referral to external authorities.

·  Support and protection: measures will be taken to protect the reporter and others from retaliation and to support those affected during and after the process.

Protection from retaliation

·  The charity prohibits retaliation against anyone raising a concern in good faith. If retaliation occurs, it should be reported immediately and addressed under the policy's remedies (e.g., reallocation of duties, additional monitoring, disciplinary action against those responsible).

Confidentiality and data protection

·  Details of complaints will be kept confidential to the extent possible, shared only on a need-to-know basis to investigate or comply with legal obligations.

·  Personal data collected during investigations will be processed in line with GDPR and the Data Protection Act 2018; data will be securely stored and retained only as long as necessary.

Training and awareness

·  All staff, volunteers, and trustees will receive training on anti-bullying and harassment policies as part of induction.

·  Refresher training will be provided at least every two years, or sooner if policy changes or incidents occur.

·  Training topics include recognising bullying/harassment, reporting pathways, investigation processes, and supporting colleagues.

Monitoring, review, and reporting

The Board will receive an annual report summarising:
Number and nature of bullying/harassment complaints
Investigations and outcomes
Trends and the effectiveness of the policy
Any actions taken (training, policy updates, disciplinary measures)

The policy will be reviewed at least every two years, or sooner if legislation or organisational 

Last Reviewed: April 2026